Comments on: Streamlining the Interview Processhttp://www.ere.net/2013/02/19/streamlining-the-interview-process/
Recruiting News, Recruiting Events, Recruiting Community, Social RecruitingTue, 03 Mar 2015 20:32:00 +0000hourly1http://wordpress.org/?v=3.8.5By: Как оптимизировать процесс интервью?http://www.ere.net/2013/02/19/streamlining-the-interview-process/comment-page-1/#comment-102137
Tue, 26 Mar 2013 09:37:48 +0000http://www.ere.net/?p=30548#comment-102137[...] Источник [...]
]]>By: Streamlining the Interview Process | Recruiter It Newshttp://www.ere.net/2013/02/19/streamlining-the-interview-process/comment-page-1/#comment-92626
Mon, 25 Feb 2013 18:55:57 +0000http://www.ere.net/?p=30548#comment-92626[...] 4 Interviewers X 2 Hours X 5 Candidates = 40 Hours for Each Round (more…) [...]
]]>By: Karen Vasconi-Miltonhttp://www.ere.net/2013/02/19/streamlining-the-interview-process/comment-page-1/#comment-91515
Fri, 22 Feb 2013 16:15:44 +0000http://www.ere.net/?p=30548#comment-91515There is also another side of this issue that we all seem to be missing and that is the reputation of the employer. I find more and more candidates simply refusing to entertain the process when the reputation of employer is one of many interviews, lengthy processes and lack of timely feedback. With the advent of public forums (ie: Glassdoor, which is now a Facebook application) within social media, this is becoming a more prevalent problem. In the short term, it’s a reputation issue and an expense issue. Forbes Magazine recently quantified this at a median point of $40,000 per incident. Businessweek significantly higher. In the long run, this sort of protocol can also cost a company top talent. Statistically the companies (employers) who can make clean, quick, decisive decisions are the ones moving forward, retaining solid reputations, keeping losses at bay and attracting and retaining top talent.
]]>By: logan branjordhttp://www.ere.net/2013/02/19/streamlining-the-interview-process/comment-page-1/#comment-90593
Wed, 20 Feb 2013 00:56:59 +0000http://www.ere.net/?p=30548#comment-90593Wow, after seeing how long the interview process takes after you add it all up, I feel bad for all the times I did not accept a position as an asp.net developer! I was a choosy worker and put a lot of recruiters through the ringer. Hopefully this makes up for it:

Browse to Freelance Anything – Post jobs for free. Receive bids and candidates for any type of work. Good luck guys. You are important to the process!

]]>By: Keith Halperinhttp://www.ere.net/2013/02/19/streamlining-the-interview-process/comment-page-1/#comment-90521
Tue, 19 Feb 2013 18:35:05 +0000http://www.ere.net/?p=30548#comment-90521Thanks Ryan. Really good. I’d like to see objective evidence that shows a consistent need/benefit for more than two interview rounds of 3, 45-60 min interviews or 2-3 hours max each round. If you can’t figure out in that time if someone is competent and won’t drive you crazy in the long run, there’s something wrong with your process/interview team…

Cheers,

Keith “Keep “Em Short & Sweet” Halperin

]]>By: Josh Tolanhttp://www.ere.net/2013/02/19/streamlining-the-interview-process/comment-page-1/#comment-90494
Tue, 19 Feb 2013 16:39:19 +0000http://www.ere.net/?p=30548#comment-90494Great article! It’s true, endless rounds of interviewing can really take a toll on your bottom line. Plus with these interview processes taking so long, you just might miss out on the great talent you’ve been looking for when another, faster offer comes around. That’s why utilizing one-way video interviews, where employers pose written questions candidates answer on video, as a first round interview is a good idea. This way if the candidate is all wrong for the position, you don’t have waste any valuable time. This allows you to focus on only the most qualified and fitting candidates for your open positions.
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